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The first post on this topic discussed the step of seeking specific feedback regularly.  This post discusses taking immediate action and following up.

Take immediate action

Make sure you are clear on what the opportunity area is.  Many associates do not seek clarification at the time of the feedback and, as a result, they do not know what to work on.

  • For example, what about your writing is not where it should be?  Is it not concise?  Not clear?  Is it stylistic or substantive or both?

Ask for specific suggestions about how to improve in a particular issue area identified.

  • Yes it is up to you to take action to work on the issue identified but it is reasonable and advisable to seek suggestions on how to improve
  • If few or no suggestions are offered, ask their opinion about options you come up with
  • Examples:  If it is writing, should you take a course?  Work with the partner or someone else to improve?

Thank the partner for feedback so he or she knows you are comfortable receiving feedback for the future.

Let him or her know that you find the discussion helpful (assuming that is true), you intend to develop a plan for improvement, and ask if he or she would be open to being kept posted on your plan for action and further follow up.

Develop a plan of action with dates for getting specific steps done to hold yourself accountable.

Following up

  • Consider whether to share this written plan of action with the partner.  It demonstrates that you are thoughtful and interesting in growing and he or she may have some ideas about your plan
  • Set up a follow-up appointment to assess your progress before the next scheduled formal review, if possible.  Then, in preparing for your formal review, you have a better idea about how you are progressing and you can spend time during the review process on your asks (more work, different work, raises and bonuses, leadership opportunities, etc.).

 

Image courtesy of watiporn/FreeDigitalPhotos.net.

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